Aytem na Balita Ukol sa Drayber ng Senador
Tama ang hurisdiksiyon;
Balikan natin at ipagpatuloy ang analisis ng balita tungkol
sa drayber ng senador. Narito ang ilang gabay na tanong
(batay sa naisulat na balita):
1. Sakaling kinonsulta ka ng drayber kung maaari siyang
magsampa ng kaso sa labor, anong mga tanong ang
ibibigay mo upang matiyak na:
a. May cause of action siya (ano ang mga ito);
Elements Of Cause Of Action
A cause of action is the act or omission by which a party
violates a right of another. A cause of action exists if the
following elements are present:
(1)  aright in favor of the plaintiff by whatever means and
under whatever law it arises or is created;
(2)  an obligation on the part of the named defendant to
respect or not to violate such right; and
(3)  an act or omission on the part of such defendant
violative of the right of plaintiff or constituting a breach of
the obligation of defendant to plaintiff for which the latter
may maintain an action for recovery of damages.
i. Employment contract - violated agreement
between an employer and employee that sets out
terms and conditions of employment.
ii. Employment discrimination - discrimination
based on race, gender, religion, national origin,
physical or mental disability, and age by
employers.
iii. Pension and benefits – violated benefits that
should an employee must properly receive.
iv. Sexual harassment – harassment in a workplace
involving the making of unwanted sexual
advances or obscene remarks.
v. Wages and overtime pay – violated wages and
overtime pay.
vi. Workplace disputes - Conflicts at work take
many forms. It might be an individual with a
grievance, a problem between an employee and a
manager or conflict between two co-workers.
vii. Wrongful termination - is a legal phrase,
describing a situation in which an employee's
contract of employment has been terminated by
the employer if the termination breaches one or
more terms of the contract of employment.
b.
Labor tribunals would have no jurisdiction over claims of
persons who are not employees .
These include:
• Independent contractors (Sara vs Agarrado, GR No.
73199, 26 October 1998)
• Corporate officers , on intra-corporate controversies
( Nacpil vs International Broadcasting Corp. GR No.
144767, 21 March 2002) • Partners (cf. Sy vs Court of
Appeals, GR No. 142293, 27 February 2003)
• Ecclesiastical officers, on ecclesiastical affairs (Pasay City
Alliance Church vs Benito GR No. 226908, 28 November
2019)
Most labor disputes involve termination of employment
where the legality of the dismissal is disputed and
therefore an existing employer-employee relationship is
asserted.
c. Tama ang venyu;
VENUE, ASSIGNMENT AND DISPOSITION OF CASES
AT THE REGIONAL ARBITRATION BRANCH
SECTION 1. VENUE. – (a) All cases which Labor Arbiters
have authority to hear and decide may be filed in the
Regional Arbitration Branch having jurisdiction over the
workplace of the complainant or petitioner.
For purposes of venue, the workplace shall be understood
as the place or locality where the employee is regularly
assigned at the time the cause of action arose. It shall
include the place where the employee is supposed to
report back after a temporary detail, assignment, or travel.
In case of field employees, as well as ambulant or itinerant
workers, their workplace is where they are regularly
assigned, or where they are supposed to regularly receive
their salaries and wages or work instructions from, and
report the results of their assignment to, their employers.
(b) Where two (2) or more Regional Arbitration Branches
have jurisdiction over the workplace of the complainant or
petitioner, the Branch that first acquired jurisdiction over
the case shall exclude the others.
(c) When venue is not objected to before the first
scheduled mandatory conference, such issue shall be
deemed waived. (As amended by En Banc Resolution No.
11-12, Series of 2012)
(d) The venue of an action may be changed or transferred
to a different Regional Arbitration Branch other than
where the complaint was filed by written agreement of the
parties or when the Commission or Labor Arbiter before
whom the case is pending so orders, upon motion by the
proper party in meritorious cases.
d. May iba pa bang paraan upang maiwasan ang kaso o di
kaya kapag nasampa na ito ay maiurong ito o ma-areglo
nang legal?
- reinstatement

(e) Cases involving overseas Filipino workers may be filed

before the Regional Arbitration Branch having jurisdiction
over the place where the complainant resides or where the
principal office of any of the respondents is situated, at the
option of the complainant.

d. Tama ang respondent/s na kakasuhan;

yes. Name lang ng respondent

e. May sapat na remedyong makakamit;

- separation pay = regular employee

f. Maipapatupad ang desisyon sakaling pabor sa kanya

( hindi magiging panalo-sa- papel lamang);
-

e. Ano ang mga ebidensiyang hihingin mo upang matiyak

na mapatutunayan ang cause of action na naisip mo.
- Kung may kontrata

2. Sakaling ikaw any kinonsulta ng senador, anong mga

tanong ang idudulog mo sa kanyang staff upang matiyak
na:

a. Ano ang maaaring cause of action laban sa senador,

kapag sa labor isinampa ang kaso?
- illegal dismissal

b. Ano ang maaaring depensa, teknikal man o sa merito ng

kaso.?
- probationary lang sya. So pwede tanggalin or idismissed
pag Nakita na unfit sya.

c. Kung hindi lubusang maipabasura ang kaso, maaari bang

mas kaunti o mas maliit ang magiging pananagutan ng
senador?
- Mga Gabay na Tanong
Basahin ang Form Complaint at pag-isipan: 9. Bakit mahalaga kung may unyon o wala sa
establisamiento? Kung meron, bakit mahalaga kung
miyembro o hindi? At kung may umiiral na CBA?
1. Bakit tama dapat ang mailagay na pangalan ng
10. Kapag may hindi ka na-tsek na cause of action, maari
complainant? Ano ang praktikal na dahilan at ano ang
mo pa ba itong baguhin? Kung oo, sa paanong paraan?
problemang maiiwasan sa dulo ng kaso sakaling manalo?
- Para mag
11. Bakit hinihingi kung may nakabinbing pang ibang kaso
ang complainant sa NLRC? At kung meron, saang RAB at
a. Ano ang mga dokumentong kailangang maihanda upang anong uri ng kaso?
mapatunayn ang pagkakakilanlan (identity) ng
complainant?
- cert. against forum shopping
- Valid id
12. Kung may hindi ka naisulat na remedyong gusto mo
- PSA
(bilang complainant), may remedyo ka pa ba upang
masingit ito?
b. Ano ang mga dokumentong kailangang maihanda / - amendment of complaint
maipakita bilang ebidensya na empleyado?
- kontrata
13. Ano ang kahalagahan ng panalangin na "other relief
- payslip just and equitable under the premises"?
- The prayer in the complaint for other reliefs equitable
and just in the premises justifies the grant of a relief not
2. May kahalagahang legal ba ang kasarian? O mas
otherwise specifically prayed for.
mahalaga pa ang nasyonalidad? At ng edad?
While the complaint does not categorically state
- wala. Diskriminasyon kung meron (kasarian)
reconveyance as the specific relief desired, it does contain
a general prayer “for such other reliefs and remedies as the
3. Bakit dapat matiyak kung ano ang tamang pangalan ng Honorable Court may deem just and equitable in the
respondent ? Paano mabeberipika ang tunay na pangalan premises.” In BPI Family Bank v. Buenaventura, this Court
at legal na estruktura ( korporasyon ba, partnership, o sole ruled that the general prayer is broad enough “to justify
prop) ang respondent? Mahalaga ba kung ang respondent extension of a remedy different from or together with the
ay ahensiya ng gobyerno, GOCC, internasyonal na
specific remedy sought.” Even without the prayer for a
organisasyon ( eg.WHO) o embahada?
specific remedy, proper relief may be granted by the court
- if the facts alleged in the complaint and the evidence
4. Sino-sino ang maaari o dapat na gawing respondent? introduced so warrant. The court shall grant relief
warranted by the allegations and the proof even if no such
- who should be legally responsible. Either employee or
employer relief is prayed for. The prayer in the complaint for other
reliefs equitable and just in the premises justifies the grant
of a relief not otherwise specifically prayed for.
5. Bakit mahalaga na maibigay ang tamang adres ng
respondent? Sakaling itanggi sa kalaunan ang tamang
adres, ano ang maaaring gawin upang matiyak na tama ang
14. Kung ang isang co-complainant ay hindi nakapirma sa
adres ng respondent?
Form Complaint, maaari pa ba siyang maging co-
complainant kung pareho ang cause of action?
6. Mahalaga ba kung ano ang industriya ng respondent at - motion to intervene?
kung ilan ang manggagawa nito? O ito ba ay para sa
Hindi ito ang kabuuan ng maaaring maging tanong. Maaari
layuning estadistika lang ng DOLE?
kayong mag-isip ng sarili ninyong mga tanong. PFFALLAR
JR.
7. Ano ang kahalagahan ng suweldo? Ng petsa na
nagsimulang magtrabaho, at petsa ng suspensiyon o
pagtanggal sa trabaho?
8. Ano ang kahalagahan ng posisyon ng complainant? Ng
lugar ng trabaho? Ng iskedyul ng trabaho? Ng suweldo at
allowance?